Frequently asked questions

másData is an AI-powered workforce-management platform that lets you track every H-2A, H-2B, and domestic hire, from petition filing to final departure, in one secure dashboard.

másData pairs AI-driven form validation with másLabor's 20-plus years of regulatory expertise. You get automation where it matters and real human guidance when complexity arises.

No. You still have a dedicated visa expert and subject-matter experts. másData gives you real-time visibility into their work and automates routine tasks.

Yes. Role-based permissions let you share only the locations, crews, or documents each user needs.

másData is hosted on SOC-2 compliant infrastructure with encryption in transit and at rest, plus multi-factor authentication for all accounts.

Export-ready CSVs and an open API make it easy to sync worker data with most payroll and HR platforms.

No. Unlike H-2B, the H-2A agricultural program has no annual cap, so it can scale with your operation year round.

The employer provides housing under H-2A. másLabor advises you on the requirements and helps you prepare for and pass DOL housing inspections.

H-2A covers temporary and seasonal need, so a year-round dairy qualifies for its peak-load work, such as calving, breeding and forage harvest, rather than for daily milking. Range herders for cattle, sheep and goats qualify under special H-2A procedures. másLabor will confirm the right structure for your operation before we file.

No. másLabor files by location where the program requires it and manages all of it together, with one point of contact, so your team is not running a separate process for every site.

Yes. Multi-site employers often need both, and másLabor files and manages both programs, so the work is not split between vendors.

másData is the workforce command center másLabor runs from application to arrival, so your team can follow workers, documents, and arrivals across every location in one place.

It depends on the work. Processing a farm's own raw crop, like packing and grading produce on or near the farm, falls under H-2A. Plant-based processing, seafood, meat, and food manufacturing fall under H-2B. Some businesses use both.

Your need must be temporary: seasonal, peakload, one-time, or intermittent. Seafood seasons, harvest windows, and holiday production surges are common fits. Year-round plants can qualify for the surge portion of their workforce.

H-2B workers typically stay up to nine months for a seasonal or peakload need. H-2A workers stay for the length of the season, but less than one year.

H-2B is capped at 66,000 visas per fiscal year, split between the first and second halves. Demand regularly exceeds supply, so filing early matters. H-2A has no cap.

Earlier is always better. For H-2B, approximately six months before your start date to secure a prevailing wage and file on time. For H-2A, approximately three to four months out.

Most forestry and conservation work, including planting, thinning, and brush clearing, runs through H-2B. Logging, nursery, and Christmas tree farming fall under H-2A. We manage both, so your full operation runs through one partner.

Yes. Forestry crews move from site to site, and one application can cover the full season with a detailed itinerary. We build it, track it, and keep every location aligned.

H-2B wages follow the prevailing wage for each area of employment. H-2A wages follow the Adverse Effect Wage Rate or applicable minimum, whichever is highest.

H-2A employers must provide free housing. H-2B has no housing requirement, though most forestry employers provide lodging and crew vehicles because crews travel throughout the season.

Yes. Many forestry employers bring back the same experienced crews season after season. Trained workers, faster ramp-up, and stronger production from day one.

Yes. Post-fire reforestation, debris clearing, and fuel reduction may qualify for H-2B filings based on the specific need. We'll assess the opportunity with you.

Yes. másLabor has a dedicated golf and clubs specialist and a track record of placements at courses and private clubs, so your program is built around how clubs actually run.

As early as possible. The H-2B cap is competitive and fills quickly, so we build a cap-aware timeline with you months ahead of your season to protect your start date.

Absolutely. Returning workers are a major advantage for clubs, and we work to bring back the same familiar crew so your course conditioning and service stay consistent.

Earlier than most employers expect. H-2B has a congressional cap and firm filing windows, so we typically begin four to six months before your season starts. The sooner we file, the better your position.

Often, yes. Many employers request the same crew year after year, which is one of the biggest advantages of a managed program. Familiar workers mean less training and more consistent service.

Under the program the employer arranges housing for H-2B workers. másLabor advises you on the requirements and helps you stay compliant, so nothing catches you off guard.

Yes. Landscaping is consistently the largest single use of the H-2B program, which is exactly why timing and filing precision matter so much. It is másLabor's most established vertical.

Yes. We plan around your full calendar, including snow and ice removal, so your crews are in place when each season begins.

As early as possible. The H-2B cap fills quickly, so we build a cap-aware timeline with you months ahead so your crew lands when the catch does.

H-2B wages follow the prevailing wage for each role in your area. We map every rate before filing so your costs are clear from the start.

Employers reimburse inbound travel and visa fees and cover return transportation when workers complete the season. Workers are never charged recruitment fees.

Yes. Whether you process crab in the Chesapeake, crawfish in Louisiana, or salmon in Alaska, we build one strategy across every location, with másData giving full visibility across all sites.

Filed. Recruited. Vetted. We secure certifications and approvals, recruit skilled workers through our own teams in Monterrey and Tampico, and vet every worker before arrival.

Plan on several months before your date of need. H-2A has sequential DOL and USCIS steps, and building in lead time protects your start.

The work must qualify as temporary or seasonal agricultural employment. Your job duties and period of need are the starting point for the application, and your másLabor visa expert scopes both with you.

Yes. Employers must recruit U.S. workers and meet the program's recruitment obligations. másLabor handles the required steps and referrals with you so nothing is missed.

Plan for required worker housing, inspections, transportation, and travel reimbursements. Housing is provided by the employer under the program; your visa expert helps you understand how these obligations apply to your operation and prepares you for inspection.

Account for the applicable wage rate, the offered work schedule, and the program's employment guarantee when planning your season and budget. másLabor evaluates your labor need and walks you through every wage requirement.

No. Your responsibilities continue after arrival, and so does ours. Your visa expert keeps you informed about the requirements that apply throughout the contract and into your next season.

H-2B is limited by a congressional cap each year, and demand routinely exceeds supply. That is why másLabor builds a cap-aware timeline with you well ahead of your season.

Your need for the labor must qualify as a one-time occurrence, seasonal need, peakload need, or intermittent need. The application must support why the additional workforce is temporary, and your visa expert builds that case with you.

Yes. Employers must follow the required recruitment process, consider eligible U.S. applicants, and document the results. Your visa expert coordinates the steps and referrals.

Plan for the applicable prevailing wage, a full-time work schedule, and the other required employment terms. Define the duties, worksites, and contract dates before filing; másLabor helps you obtain the prevailing wage determination and set the terms.

Account for required transportation and subsistence payments and visa-related reimbursements. másLabor provides guidance on the costs and timing that apply to your workers.

No. Filing strategy and visa availability matter, and government approval or worker arrival cannot be guaranteed. Starting well before your date of need is the single biggest thing you can do to protect your season.

Keep required records and follow the approved job terms throughout the contract. Your másLabor visa expert remains available as compliance questions arise.

No. TN has no numerical cap and no lottery. Qualified applicants apply directly, which is why many employers now prefer it for Canadian and Mexican professionals.

TN is limited to citizens of Canada and Mexico. Permanent residence in either country alone does not qualify.

The position must fit a listed TN profession and require professional-level work. A job title alone does not establish eligibility, so másLabor reviews the actual responsibilities against the category requirements.

Most TN professions require at least a bachelor's degree or equivalent credentials. Some categories accept equivalent professional experience. Requirements vary by profession, and másLabor evaluates the role for you.

TN requires prearranged professional employment and temporary entry. Full-time or part-time employment can qualify; self-employment is not permitted.

Canadian citizens can apply directly at a U.S. port of entry and may be approved the same day. Mexican citizens schedule a consular interview. If the worker is already in the United States on another status, the employer files Form I-129 with USCIS instead.

TN status is granted for up to three years and renews indefinitely in three-year increments.

Yes. Spouses and unmarried children under 21 can enter on TD status. They may attend school but are not authorized to work.

Build time into your hiring plan for document preparation and government review. Discuss the applicant's circumstances with your visa expert before setting travel or employment dates.

Yes. Share the job description and the professional's background, and másLabor will assess the category and the right application route for that person.

EB-1 covers extraordinary ability, outstanding researchers, and multinational executives, and skips PERM entirely. EB-2 covers advanced-degree professionals. EB-3 is the most common route for skilled, professional, and other workers in hands-on operational roles. másLabor evaluates the position and recommends the category.

Employer-sponsored PERM cases generally begin with a bona fide, full-time, permanent job offer. The duties and minimum requirements define the opportunity, and the worker's background has to support them.

Yes, and it is one of the most common reasons employers start. EB-3 is often the right fit for moving a proven seasonal worker to permanent status.

Schedule A covers occupations where the DOL has already determined there are not enough qualified U.S. workers, currently physical therapists and registered nurses, plus persons of exceptional ability in the sciences or arts. If your position qualifies, you skip the recruitment and labor market test, which shortens the timeline considerably.

Plan to document the job, the business, and the ability to pay the offered wage. másLabor tells you exactly what is needed and assembles it with you.

It depends on the category, and it can take years. Government processing, the preference category, priority date, and country of chargeability all affect timing, so no fixed completion date can be promised. EB-1 and Schedule A cases skip several steps and move faster. másLabor maps the timeline against your hiring need before you commit.

When eligible, the worker completes the final step through consular processing or adjustment of status, and másLabor coordinates the handoff. Starting sponsorship alone does not grant permission to live or work in the United States.

Because accountability does not get handed off. When recruiting, filing, and arrival logistics sit with one company, there is no gap between the party that promised you a crew and the party that actually sources it.

másMX is the Mexico operation. másLabor recruits from Mexico and other eligible countries, so your program is not limited to a single corridor.

No. másMX is part of how másLabor delivers your program. You work with your másLabor visa expert, and the recruitment side is already connected.

No. Under the program the employer provides housing. másLabor advises you on the requirements and helps you stay compliant, including preparing for DOL inspections.